1. Case 3. THE DILEMMA: Goodbye, Jimmy, Goodbye.

Questions:
1. Is there anything wrong with the manner the shortlist was prepared by Gloria?
2. What do you suggest regarding the preparation of the shortlist?

1. Based on the case presented, there is really a big mistake with the manner of
choosing the applicants for interview done by Ms. Gloria Tadino. As a recruitment
supervisor of the HRMO in the company, she is expected and it is a must for her to
analyze and evaluate the resumes and applications of the applicants based on the
standard set by the company. She must set aside her personal biases because the
applicants she eliminated unfairly might be better than those she picked.

2. The company must be very careful, in the very first place, in choosing and
putting an employee to be assigned as their recruitment supervisor because it is a
very crucial position to fill in. On the problem of this case, I strongly suggest that
Ms. Gloria Tadino must take a serious commitment to her job and come to terms
with her past so she can move on with her life.

She must be very professional in dealing her duties and responsibilities so as not to
sacrifice the quality of her performance and the operations of the company.
She must prepare the shortlist according to the criteria set by the company—21 to
26 years old, graduate of B.S. in Computer Science, and a resident of Manila. must
choose applicants depending on their credibility and qualifications, not on her
personal interests, biases, and feelings. Hence, she should give utmost
consideration to the abilities and skills of the applicants that could contribute to the
success of the company.

2. Case 4: PONCIANO RETAILING COMPANY: Yesterday

Questions:
1. What do you think of the reaction of the employees regarding the
decentralization policy of Patrick?

2. Do you consider the decentralization policy as a big mistake? Why or why not?

1. The reaction of the employees regarding the decentralization policy of Patrick

was
highly anticipated and expected by top management as Patrick thinks it is easy to
replace those who will leave.
Change is stressful for employees on this case as they have been working on a very
functional decentralized organizational structure for several years already.
However, the employees must also open their minds to the changes being
presented by Patrick, as the latter was slowly introducing measures to centralize
decision-making.

It is also necessary for the employees to be receptive of those changes.

cases, employees and the company must move forward with the current changes
and demands at hand.

Since most of Patrick’s employees have worked in the former structure, it is

uncomfortable and very difficult for them to transfer to the new system of
management. Their attitudes are difficult to alter, and attempts often lead to
resistance. In this case, a healthy dialogue between the top management and
employees must be facilitated by Danny in order to give Patrick a proper venue to
lay.